Nevada Labor Law Postings

Transcription

1 Nevada Labor Law Postings Thank you for using GovDocs.com! Your order contains the following state posters: Name of Poster Posting Requirements Agency Responsible Workers' Compensation All employers Employers Insurance Company of NV Unemployment Insurance All employers Employment Security Division Wage and Hour Law* All employers Labor Commission Safety & Health Protection on the Job (English & Spanish) All employers Dept of Business & Industry, Industrial Relations Division Discrimination (English & Spanish) All employers Dept of Employment, Equal Rights Commission Emergency Phone Numbers All employers Dept of Business & Industry, Industrial Relations Division Lie Detector Test All employers Labor Commission Pay Day Notice** All employers Labor Commission ** Nevada requires the Pay Day Notice to be posted in at least two conspicuous places. Printing and Posting Instructions 1.) Print each of the posters listed above on 8.5 x11 paper. *(The Nevada Labor Commission requires the Wage and Hour Law poster to be 8.5 x14 (legal size). GovDocs has provided a version to be printed on one 8.5 x14, or if you are unable to print 8.5 x14, we have also included a version to be printed on two 8.5 x11.) 2.) Check to make sure that all of the posters were successfully printed. 3.) Read each poster carefully to check for special posting requirements that might apply to your business. 4.) For posters that are larger than 1 page, you may want to fold the margin on the top of the second page down and tape the poster together in the back for best appearance. 5.) Put all of the posters up in a conspicuous area where all employees will see them (such as an employee lounge, break room, or cafeteria). Print multiple copies if necessary to provide adequate coverage for your workplace. 6.) The GovDocs.com Customer Agreement allows you to print each poster as many times as necessary for one business location. Nevada Posting Instructions-SP.doc

2 State of Nevada DEPARTMENT OF BUSINESS & INDUSTRY DIVISION OF INDUSTRIAL RELATIONS Industrial Insurance Regulation Section ATTENTION Brief Description of Your Rights and Benefits If You Are Injured on the Job or have an Occupational Disease Notice of Injury or Occupational Disease (Incident Report Form C-1) If an injury or occupational disease (OD) arises out of and in the course of employment, you must provide written notice to your employer as soon as practicable, but no later than 7 days after the accident or OD. Your employer shall maintain a sufficient supply of forms required to file the Notice of Injury or Occupational Disease. Employee's Claim for Compensation/Report of Initial Treatment (Form C-4): If medical treatment is sought, the form C-4 is available at the place of initial treatment. You must file a completed "Claim for Compensation" (Form C-4) within 90 days after an accident or OD. The treating physician or chiropractor must, within 3 working days after treatment, complete and mail to the employer, the employer's insurer and third-party administrator, the Claim for Compensation. The employer must complete and mail to its insurer or thirdparty administrator an Employer's Report of Industrial Injury or Occupational Disease (Form C-3), within 6 working days after receipt of a Claim for Compensation. Your insurer must commence payment or deny your claim within 30 days after receipt of the C-4 form. Permanent Partial Disability (PPD): When your medical condition is stable and there is an indication of a PPD as a result of your injury or OD, within 30 days, your insurer must arrange for an evaluation by a rating physician or chiropractor to determine the degree of your PPD. If you and the insurer cannot agree on a rating physician or chiropractor to perform the evaluation, one will be assigned by rotation as established by DIR. The amount of your PPD award depends on the date of injury, the results of the PPD evaluation and your age and wage. Permanent Total Disability (PTD): If you are medically certified by a treating physician or chiropractor as permanently and totally disabled as a result of an industrial injury or OD and have been granted a PTD status by your insurer, you are entitled to receive monthly benefits not to exceed 66 2/3% of your average monthly wage. The amount of your PTD payments is subject to reduction if you previously received a PPD award. Reopening: You may be able to reopen your claim if your condition worsens after claim closure. Medical Treatment: If you require medical treatment for your on-the-job injury or OD, you may be required to select a physician or chiropractor from a list provided by your workers' compensation insurer, if it has contracted with an Organization for Managed Care (MCO) or Preferred Provider Organization (PPO) or providers of health care. If your employer has not entered into a contract with an MCO or PPO, you may select a physician or chiropractor from the Panel of Physicians and Chiropractors. Medical Costs: Medical procedures or treatments related to your on-the-job injury deemed necessary by your treating physician or chiropractor and authorized by your insurer, will be paid as contracted but no more than the Nevada Medical Fee Schedule LNV02/1 To File a Complaint with the Division: If you wish to file a complaint with the Administrator of the Division of Industrial Relations (DIR), please contact the Industrial Insurance Regulation Section, 400 West King Street, Suite 400, Carson City, Nevada 89703, phone (775) , or 1301 North Green Valley Parkway, Suite 200, Henderson, Nevada 89074, phone (702) Appeal to Hearing Officer: If you disagree with a written determination issued by the insurer or the insurer does not respond to your request, you may appeal to the Department of Administration, Hearing Officer, by following the instructions contained in your determination letter. You must appeal the determination within 70 days from the date of the determination letter at 1050 E. William

3 Transportation and Per Diem Reimbursement: If you travel 20 miles or more one way or 40 miles or more in a week, to receive medical treatment, you may be reimbursed for the cost of transportation and meals. A claim for travel reimbursement must be submitted within 60 days after the expenses are incurred. Contact your insurer for specific information and proper reimbursement forms. Temporary Total Disability (TTD): If your doctor has certified that you are unable to work for a period of at least 5 consecutive days, or 5 cumulative days in a 20-day period, or places restrictions on you that your employer does not accommodate, you may be entitled to TTD compensation. Temporary Partial Disability (TPD): If the wage you receive upon reemployment is less man the compensation for TTD to which you are entitled; the insurer may be required to pay you TPD compensation to make up the difference. TPD can only be paid for a maximum of 24 months. Vocational Rehabilitation Services: You may be eligible for vocational rehabilitation services if you are unable to return to the job due to a permanent physical impairment or permanent restrictions as a result of your injury or occupational disease. Your right to such services depends on your place of residence. You may be able to obtain a lump sum buyout in lieu of vocational rehabilitation services. Street, Suite 400, Carson City, Nevada 89701, phone (775) , or 2200 S. Rancho Drive, Suite 210, Las Vegas, Nevada 89102, phone (702) Nevada Attorney for Injured Workers (NAIW): If you disagree with a hearing officer decision, you may request NAIW to represent you without charge at an Appeals Officer hearing. NAIW is an independent state agency and is not affiliated with any insurer. For information regarding denial of benefits, you may contact the NAIW at: 1000 E. William Street, Suite 213, Carson City, NV 89701, (775) , or 2200 S. Rancho Drive, Suite 230, Las Vegas, NV 89102, (702) Appeal to Appeals Officer: If you disagree with the Hearing Officer decision, you may appeal to the Department of Administration, Appeals Officer. You must file your appeal within 30 days from the date of the Hearing Officer decision. Judicial Review: If you disagree with a decision of an Appeals Officer, you may file a petition for judicial review with the District Court. You must do so within 30 days of the Appeal Officer's decision. You may be represented by an attorney at your own expense or you may contact the NAIW for possible representation. The information in this publication is derived from Chapters 616A and 617 of the Nevada Revised Statutes and is provided for informational purposes only. If you have any questions, regarding your injury or workers' compensation claim, please call the following: Insurer/Administrator: Address: City State Zip Contact Person: Telephone Number: MCO/Health Care Provider: Address: City State Zip Contact Person: Telephone Number: LNV02/2 D-1 (Rev. 11/03)

4 EMPLOYER: THIS NOTICE IS TO BE POSTED AT EACH WORK PLACE (NRS ) State of Nevada Department of Employment, Training and Rehabilitation EMPLOYMENT SECURITY DIVISION NOTICE TO EMPLOYEES The employees of this establishment are protected by Unemployment Insurance. This employer is required by law to contribute to the Nevada Unemployment Compensation Fund. No part of the contribution is deducted from the wages of employees. If you are separated from your job or if your hours have been substantially reduced, immediately: Call the nearest Nevada Telephone Claim Center to file a claim for full or partial unemployment benefits. Register for employment services by reporting to your nearest Nevada Job Link office. For information regarding employment services you may also visit the web site at If you are disabled and require assistance, contact the Nevada Job Link office prior to your visit to arrange special accommodations. To be eligible for unemployment benefits an unemployed person must: 1. File a claim with the Nevada Telephone Claim Center. 2. Be physically able to work. 3. Be available and willing to accept suitable employment offered if offered. 4. Make a reasonable and sincere effort to find a job. 5. Be unemployed through no fault of your own and meet all other conditions of the law regarding unemployment benefits. Reasons an unemployed person may not be eligible for unemployment benefits are : 1. Separation from employment due to quitting without good cause. 2. Being discharged for misconduct in connection with your work. 3. Refusal of an offer of suitable work without good cause. 4. Giving misinformation or withholding information about the reason for separation from your job. 5. Failure to properly report wages. To file a claim for unemployment benefits call the Telephone Claim Center : In Southern Nevada call (702) In Northern Nevada call (775) In Rural Nevada call toll-free (888) DETR - a member of America's Workforce Network An equal opportunity employer/program Auxiliary aids and services available upon request for individuals with disabilities Relay Nevada 711 or (800) (TTY) NUCS 4324 (Rev. 8/01) LNV01

5 RULES TO BE OBSERVED BY EMPLOYERS EVERY EMPLOYER SHALL POST AND KEEP CONSPICOUSLY POSTED IN OR ABOUT THE PREMISES WHEREIN ANY EMPLOYEE IS EMPLOYED THIS ABSTRACT OF THE NEVADA WAGE AND HOUR LAWS (NRS 608) "Employee" includes both male and female employee (Every person, firm, association or corporation, or any agent, servant, employee or officer of any such firm, association or corporation, violating any of the provisions is guilty of a misdemeanor) The legislature hereby finds and declares that the health and welfare of workers and the employment of persons in private enterprises in this state are of concern to the state and the health and welfare of persons required to earn their livings by their own endeavors require certain safeguards as to hours of service, working conditions and compensation therefor. 1. Discharge of employee: Immediate payment. Whenever an employer discharges an employee, the wages and compensation earned and unpaid at the time of such discharge shall become due and payable immediately. 2. Quitting employee: Whenever an employee resigns or quits his employment, the wages and compensation earned and unpaid at the time of his resignation or quitting must be paid no later than the day on which he would have regularly been paid or 7 days after he resigns or quits, whichever is earlier. 3. An employer shall not employ an employee for a continuous period of 8 hours without permitting the employee to have a meal period of at least one-half hour. No period of less than 30 minutes interrupts a continuous period of work. 4. Every employer shall authorize and permit covered employees to take rest periods, which, insofar as practicable, shall be in the middle of each work period. The duration of the rest periods shall be based on the total hours worked daily at the rate of 10 minutes for each 4 hours or major fraction thereof. Authorized rest periods shall be counted as hours worked, for which there shall be no deduction from wages. 5. The minimum wages which may be paid to employees 18 years of age or older in private employment with the state are as of: A. October 1, 1997, $5.15 per hour; B. Minors under the age of 18 years, $4.38 per hour 6. A part of wages or compensation may, if mutually agreed upon by an employee and employer in the contract of employment, consist of meals. In no case shall the value of the meals consumed by such employee be computed or valued at more than 35 cents for each breakfast actually consumed, 45 cents for each lunch actually consumed, and 70 cents for each dinner actually consumed. 7. An employer shall pay time and one-half of an employee's regular wage rate whenever an employee works: (a) More than 40 hours in any scheduled workweek; (b) More than 8 hours in any workday unless by mutual agreement the employee works a scheduled 10 hours per day for 4 calendar days within any scheduled workweek. This does not apply to: (a) Employees who are not covered by the minimum wage provisions of NRS ; (b) Employees who receive compensation for employment at a rate not less than one and one half time the minimum rate provided by NRS ; (c) Outside buyers; (d) Retail commission salespersons if their regular rate is more than one and one half the minimum wage, and more than one half their compensation comes from commissions; (e) Employees who are employed in bona fide executive, administrative or professional capacities; (f) Employees covered by collective bargaining agreements which provide otherwise for overtime; (g) Drivers, drivers' helpers, loaders and mechanics for motor carriers subject to the Motor Carrier Act of 1935, as amended; (h) Railroad employees; (i) Air carrier employees; (j) Drivers or drivers helpers making local deliveries and paid on a trip rate basis or other delivery payment plan; (k) Taxicab and limousine drivers; (l) Agricultural employees; (m) Employees of business enterprises having a gross sales volume of (1) Less than $250,000 per year; and (n) Any salesman or mechanic primarily engaged in selling or servicing automobiles, trucks or farm equipment. 8. Every employer shall establish and maintain records of wages for the benefit of his employees, showing for each pay period the following information for each employee: (a) Gross wage or salary; (b) Deductions; (c) Net cash wage or salary; (d) Total hours employed in the pay period by noting the number of hours per day; (e) Date of payment. 9. It is unlawful for any employer to discriminate between employees employed within the same establishment on the basis of sex by paying lower wages to one employee than the wages paid to an employee of the opposite sex who performs equal work which requires equal skill, effort, and responsibility and which is performed under similar working conditions. 10. Wages must be paid semi-monthly or more often. 11. Every employer shall establish and maintain regular paydays and shall post a notice setting forth those regular paydays in a conspicuous place. 12. An employee may, at any time within 2 years, bring a civil action for the recovery of difference between amount paid and the minimum wage set in this Act. No contract between employer and employee shall be a bar to the action. 13. It is unlawful for any person to: (a) Take all or part of any tips or gratuities bestowed upon his employees; (b) Apply as credit toward the payment of the statutory minimum hourly wage any tips or gratuities bestowed upon his employees. Nothing contained in this section shall be construed to prevent such employees from entering into an agreement to divide such tips or gratuities among themselves. 14. All uniforms or accessories distinctive as to style, color or material shall be furnished, without cost, to employees by their employer. If a uniform or accessory requires a special cleaning process, and cannot be easily laundered by an employee, such employee's employer shall clean such uniform or accessory without cost to such employee. KENNY C. GUINN Governor State of Nevada For additional information or exceptions, contact the Nevada State Labor Commissioner Carson City (775) or Las Vegas (702) CARSON CITY: (TOLL FREE) Ext TERRY JOHNSON State Labor Commissioner LNV03(Legal)

6 RULES TO BE OBSERVED BY EMPLOYERS EVERY EMPLOYER SHALL POST AND KEEP CONSPICOUSLY POSTED IN OR ABOUT THE PREMISES WHEREIN ANY EMPLOYEE IS EMPLOYED THIS ABSTRACT OF THE NEVADA WAGE AND HOUR LAWS (NRS 608) "Employee" includes both male and female employee (Every person, firm, association or corporation, or any agent, servant, employee or officer of any such firm, association or corporation, violating any of the provisions is guilty of a misdemeanor) The legislature hereby finds and declares that the health and welfare of workers and the employment of persons in private enterprises in this state are of concern to the state and the health and welfare of persons required to earn their livings by their own endeavors require certain safeguards as to hours of service, working conditions and compensation therefor. 1. Discharge of employee: Immediate payment. Whenever an employer discharges an employee, the wages and compensation earned and unpaid at the time of such discharge shall become due and payable immediately. 2. Quitting employee: Whenever an employee resigns or quits his employment, the wages and compensation earned and unpaid at the time of his resignation or quitting must be paid no later than the day on which he would have regularly been paid or 7 days after he resigns or quits, whichever is earlier. 3. An employer shall not employ an employee for a continuous period of 8 hours without permitting the employee to have a meal period of at least one-half hour. No period of less than 30 minutes interrupts a continuous period of work. 4. Every employer shall authorize and permit covered employees to take rest periods, which, insofar as practicable, shall be in the middle of each work period. The duration of the rest periods shall be based on the total hours worked daily at the rate of 10 minutes for each 4 hours or major fraction thereof. Authorized rest periods shall be counted as hours worked, for which there shall be no deduction from wages. 5. The minimum wages which may be paid to employees 18 years of age or older in private employment with the state are as of: A. October 1, 1997, $5.15 per hour; B. Minors under the age of 18 years, $4.38 per hour 6. A part of wages or compensation may, if mutually agreed upon by an employee and employer in the contract of employment, consist of meals. In no case shall the value of the meals consumed by such employee be computed or valued at more than 35 cents for each breakfast actually consumed, 45 cents for each lunch actually consumed, and 70 cents for each dinner actually consumed. 7. An employer shall pay time and one-half of an employee's regular wage rate whenever an employee works: (a) More than 40 hours in any scheduled workweek; (b) More than 8 hours in any workday unless by mutual agreement the employee works a scheduled 10 hours per day for 4 calendar days within any scheduled workweek. This does not apply to: (a) Employees who are not covered by the minimum wage provisions of NRS ; (b) Employees who receive compensation for employment at a rate not less than one and one half time the minimum rate provided by NRS ; (c) Outside buyers; (d) Retail commission salespersons if their regular rate is more than one and one half the minimum wage, and more than one half their compensation comes from commissions; (e) Employees who are employed in bona fide executive, administrative or professional capacities; (f) Employees covered by collective bargaining agreements which provide otherwise for overtime; (g) Drivers, drivers' helpers, loaders and mechanics for motor carriers subject to the Motor Carrier Act of 1935, as amended; (h) Railroad employees; (i) Air carrier employees; (j) Drivers or drivers helpers making local deliveries and paid on a trip rate basis or other delivery payment plan; (k) Taxicab and limousine drivers; LNV03/1

7 (l) Agricultural employees; (m) Employees of business enterprises having a gross sales volume of (1) Less than $250,000 per year; and (n) Any salesman or mechanic primarily engaged in selling or servicing automobiles, trucks or farm equipment. 8. Every employer shall establish and maintain records of wages for the benefit of his employees, showing for each pay period the following information for each employee: (a) Gross wage or salary; (b) Deductions; (c) Net cash wage or salary; (d) Total hours employed in the pay period by noting the number of hours per day; (e) Date of payment. 9. It is unlawful for any employer to discriminate between employees employed within the same establishment on the basis of sex by paying lower wages to one employee than the wages paid to an employee of the opposite sex who performs equal work which requires equal skill, effort, and responsibility and which is performed under similar working conditions. 10. Wages must be paid semi-monthly or more often. 11. Every employer shall establish and maintain regular paydays and shall post a notice setting forth those regular paydays in a conspicuous place. 12. An employee may, at any time within 2 years, bring a civil action for the recovery of difference between amount paid and the minimum wage set in this Act. No contract between employer and employee shall be a bar to the action. 13. It is unlawful for any person to: (a) Take all or part of any tips or gratuities bestowed upon his employees; (b) Apply as credit toward the payment of the statutory minimum hourly wage any tips or gratuities bestowed upon his employees. Nothing contained in this section shall be construed to prevent such employees from entering into an agreement to divide such tips or gratuities among themselves. 14. All uniforms or accessories distinctive as to style, color or material shall be furnished, without cost, to employees by their employer. If a uniform or accessory requires a special cleaning process, and cannot be easily laundered by an employee, such employee's employer shall clean such uniform or accessory without cost to such employee. KENNY C. GUINN Governor State of Nevada For additional information or exceptions, contact the Nevada State Labor Commissioner Carson City (775) or Las Vegas (702) CARSON CITY: (TOLL FREE) Ext TERRY JOHNSON State Labor Commissioner LNV03/2

8 NEVADA SAFETY AND HEALTH PROTECTION ON THE JOB The Nevada Occupational Safety and Heath Act, NRS Chapter 618, provides job safety and health protection for workers through the promotion of safe and healthful working conditions throughout the State of Nevada. Requirements of the Act include the following: EMPLOYERS: Each employer shall furnish to each of his employees employment and a place of employment free from recognized hazards that are causing or are likely to cause death or serious physical harm to his employees; and shall comply with occupational safety and health standards adopted under the Act. EMPLOYEES: Each employee shall comply with all occupational safety and health standards, rules, regulations and orders issued under the Act that apply to his own actions and conduct on the job. The Occupational Safety and Health Enforcement Section (OSHES) of the Division of Industrial Relations, Department of Business and Industry, has the primary responsibility for administering the Act. OSHES enforces occupational safety and health standards, and its Safety and Health Representatives/ Industrial Hygienists conduct jobsite inspections to ensure compliance with the Act. INSPECTION: The Act requires that a representative of the employer and a representative authorized by the employees be given an opportunity to accompany the OSHES inspector for the purpose of aiding the inspection. Where there is no authorized employee representative, the OSHES Safety and Health Representative/Industrial Hygienist must consult with a reasonable number of employees concerning safety and health conditions in the workplace. PROPOSED PENALTY: The Act provides for mandatory penalties against employers of up to $7,000 for each serious violation and for optional penalties of up to $7,000 for each nonserious violation. Penalties of up to $7,000 per day may be proposed for failure to correct violations within the proposed time period. Also, any employer who willfully or repeatedly violates the Act may be assessed penalties of up to $70,000 for each such violation. Criminal penalties are also provided for in the Act. Any willful violation resulting in death of an employee, upon conviction, is punishable by a fine of not more than $20,000 or by imprisonment for not more than six months, or by both. Conviction of any employer after a first conviction doubles these maximum penalties. Penalties may be proposed for public employers. VOLUNTARY ACTIVITY: While providing penalties for violations, the Act also encourages efforts by labor and management, before an OSHES inspection, to reduce injuries and illnesses arising out of employment. LNV04/1 The Occupational Safety and Health Enforcement Section of the Division of Industrial Relations, Department of Business and industry, encourages employers and employees to reduce workplace hazards voluntarily and to develop and improve safety and health programs in all workplaces and industries.

9 COMPLAINT: Employees, public or private, or their representatives have the right to file a complaint with the nearest OSHES office requesting an inspection if they believe unsafe or unhealthful conditions exist in their workplace. OSHES will hold confidential names of employees complaining. The Act provides that employees may not be discharged or discriminated against in any way for filing safety and health complaints or otherwise exercising their rights under the Act. An employee, public or private, who believes he has been discriminated against may file a complaint within thirty (30) days of the alleged discrimination with the nearest OSHES office or with the Occupational Safety and Health Administration, U.S. Department of Labor, 71 Stevenson Street, P.O. Box 3766, San Francisco, CA CITATIONS: If upon inspection OSHES believes an employer has violated the Act, a citation alleging such violations will be issued to the employer. Each citation will specify a time period within which the alleged violation must be corrected. The OSHES citation must be prominently displayed at or near the place of alleged violation for three days, or until it is corrected, whichever is later, to warn employees of dangers that may exist there. Such cooperative action would initially focus on the identification and elimination of hazards that could cause death, injury, or illness to employees and supervisors. Further information and assistance will be provided by OSHES to employees and employers upon request. MORE INFORMATION: Additional information and copies of the Act, specific OSHES safety and health standards, and other applicable regulations may be obtained by calling or writing the nearest OSHES district office in the following locations: Southern Nevada 1301 N. Green Valley Pkwy., Suite 200 Henderson, Nevada Telephone: (702) Fax: (702) Northern Nevada 4600 Kietzke Lane, Suite F-153 Reno, Nevada Telephone: (775) Fax: (775) NOTE: Persons wishing to register a complaint alleging inadequacy in the administration of the Nevada Occupational Safety and Health Plan may do so at the following address: OSHA, U.S. Department of Labor 71 Stevenson Street P.O. Box 3766 San Francisco, CA Telephone: (415) EMPLOYERS: This poster must be displayed prominently in the workplace. (Rev. 6-01) (O)-1361 LNV04/2

12 Nevada Law Prohibits Discrimination in Employment, Housing, and Public Accommodations Based on Race, Color, National Origin, Age, Sex (gender and/or orientation), Religion, or Disability Discrimination NERC Nevada Equal Rights Commission... Persons who believe they have been denied equal opportunity may file a complaint with the Nevada Equal Rights Commission. The Nevada Equal Rights Commission works in cooperation with the U.S. Equal Employment Opportunity Commission, U.S. Department of Housing and Urban Development, and U.S. Department of Justice in the administration and referral of complaints regarding discrimination in employment, housing, and public accommodations. An equal opportunity employer/program Auxiliary aids and services are available upon request for individuals with disabilities TDD: / or Voice Relay: / Nevada Equal Rights Commission...a proud partner in the Nevada JobConnect system Las Vegas 1515 East Tropicana Ave., Suite 590 (702) Department of Employment, Training & Rehabilitation Please post in a conspicuous place NERC0002 (Rev. 07/2003) Reno 1325 Corporate Boulevard (775) LNV06

15 STATE OF NEVADA Office of the Labor Commissioner NOTICE OF LIMITATIONS AFFECTING THE APPLICATION OF LIE DETECTOR TESTS NRS (2) requires that each employer shall post and maintain this notice in a conspicuous location at the place of employment where notices to employees and applicants for employment are customarily posted and read. Pursuant to NRS (2), Lie detector means polygraph, voice stress analyzers, psychological stress evaluator or any other similar device, whether mechanical or electrical, which are designed to determine the honesty or dishonesty of an individual. NRS (1) prohibits employers or anyone acting in the employer s behalf from requiring or requesting that an employee or prospective employee take or submit to any lie detector test except as provided in NRS NRS contains several exceptions which permit an employer to request polygraph examinations. An employer may request that an employee or prospective employee take a polygraph examination administered by a qualified person as part of an investigation of theft orsimilar wrongdoing affecting the employer s business which appears to involve the employee. The employer may also request a polygraph examination administered by a qualified person with regard to prospective employees who would be employed to protect certain kinds of sensitiveor valuable property or facilities. The use of a polygraph examination is also permitted to employers in businesses that handle controlled substances. Such permission exists only in situations where job applicants or employees have direct access to the controlled substances or where suspected abuse or theft is involved. NRS (3&4) prohibit an employer from taking adverse action against any employee or prospective employee based on the results of any lie detector test or refusal to take any lie detector test. Employers who violate the provisions in NRS to are subject to civil liability in court, as well as fines imposed by the Nevada Labor Commissioner. For additional information contact our offices at in Las Vegas or in Carson City or via at LNV09

16 STATE OF NEVADA OFFICE OF NEVADA LABOR COMMISSIONER PAY DAY NOTICE REGULAR PAY DAYS FOR EMPLOYEES OF (FIRM NAME) SHALL BE AS FOLLOWS: PAY CHECKS WILL BE DISTRIBUTED AT (PLACE OF DISTRIBUTION) THIS IS IN ACCORDANCE WITH NEVADA STATUTE NRS BY TITLE PLEASE POST LNV10

17 STATE OF NEVADA OFFICE OF NEVADA LABOR COMMISSIONER PAY DAY NOTICE REGULAR PAY DAYS FOR EMPLOYEES OF (FIRM NAME) SHALL BE AS FOLLOWS: PAY CHECKS WILL BE DISTRIBUTED AT (PLACE OF DISTRIBUTION) THIS IS IN ACCORDANCE WITH NEVADA STATUTE NRS BY TITLE PLEASE POST LNV10

Nevada LABOR LAW POSTINGS Nevada Labor Law Postings Thank you for using GovDocs! This file contains the following state postings: Name of Posting Posting Code Posting Requirements Agency Responsible Workers'

Clarification for Civil Rights Non-Discrimination Statement There have been several questions about using the short version of the USDA nondiscrimination statement on NSLP and SBP menus. It is acceptable

,,...., A person is not subject to civil liability for furnishing such information, if such person acts without malice, fraud or bad faith. 69L-6.007, F.A.C. Compensation Notice DFS-F4-1548 Revised March

South Carolina Labor Law Postings Thank you for using GovDocs.com! Your order contains the following state posters: Name of Poster Posting Requirements Agency Responsible Notice to Employees All employers

An Employee s Guide to the Missouri Workers Compensation System Missouri Department of Labor and Industrial Relations Division of Workers Compensation Important Information You may want to put names and

YOUR WORKERS COMPENSATION BENEFITS 1 I M INJURED. NOW WHAT? No one ever plans to get hurt on the job. But when an unfortunate incident occurs, Montana State Fund (MSF) and your employer want to make sure

Age discrimination Know your rights under Minnesota laws prohibiting age discrimination It is unlawful for an employer to: refuse to hire or employ reduce in grade or position or demote discharge or dismiss

With Respect to Texas Employees IMPORTANT NOTICE To obtain information or make a complaint: You may call Aetna's toll-free telephone number for information or to make a complaint at: 1-800-MY -Health (694-3258)

Workers' Compensation - You have the right to receive workers' compensation benefits and medical care if you suffer a work- related injury. You must report the date, time and circumstance of your injury

The Commonwealth of Massachusetts NOTICE OF YOUR RIGHTS AS A DOMESTIC WORKER Under the Domestic Workers Bill of Rights and other applicable state and federal laws as required by Massachusetts General Laws,

Workers' Compensation - You have the right to receive workers' compensation benefits and medical care if you suffer a work- related injury. You must report the date, time and circumstance of your injury

2014 Construction of Statute Definition of Injury (Causation) Revises Section 50-6-116, Construction of Chapter, to indicate that for dates of injury on or after July 1, 2014, the chapter should no longer

REVISED PROPOSED REGULATION OF THE ADMINISTRATOR OF THE DIVISION OF INDUSTRIAL RELATIONS OF THE DEPARTMENT OF BUSINESS AND INDUSTRY LCB File No. R130-14 September 25, 2015 EXPLANATION Matter in italics

Age discrimination Know your rights under Minnesota laws prohibiting age discrimination It is unlawful for an employer to: refuse to hire or employ reduce in grade or position or demote discharge or dismiss

Michigan Occupational Safety and Health Act Introduction Every year, accidents in the work place cause serious injuries and loss of life. These injuries and deaths negatively affect employee morale and

Arkansas Workers Compensation Questions & Answers What is Workers' Compensation? Arkansas' no-fault com pensation law was created by an initiated act in 1939 to guarantee prom pt, automatic benefits to

Part 700 Tribal Occupational Safety and Health Administration (TOSHA) Section 701 Purpose and Definitions. (a) The purpose of Chapter 7 is to assure as far as possible safe and healthful working conditions

EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT Basic Leave Entitlement FMLA requires covered employers to provide up to 12 weeks of unpaid, jobprotected leave to eligible employees

Worker s and Physician s Report for Workers Compensation Claim Form 827 NOTES to physician or nurse practitioner Ask the worker to complete this form ONLY in the following circumstances: First report of

APPENDIX A Pursuant to Attorney General Law Enforcement Directive No. 2004-1, and under the provisions of N.J.S.A. 39:4-50.22, the content and form, in American English, and in an official Spanish translation

Workers' Compensation in Oklahoma Employee s Rights & Responsibilities The information provided in this pamphlet is general in nature and for informational purposes only. It is not intended to be a legal

Your Rights Under the Missouri Workers Compensation Law All states have workers compensation laws. The Missouri Workers Compensation Law is contained in Chapter 287 of the Revised Statutes of Missouri.

RE: Workers Compensation Claims Kit Welcome to the Workers Compensation Insurance Program offered through Tower Group Companies. While we hope that your company never has to experience a workers compensation

Florida Labor Law Posters At the time of purchase, our downloadable posters are guaranteed to be compliant and the most up to date versions available. Please refer to our website for additional size and

General Information for Dislocated Workers FREQUENTLY ASKED QUESTIONS When you receive a layoff notification or a notice of not being employed, you are faced with an unpleasant situation, unanswered questions

Workers' Compensation in Oklahoma Employer s Rights & Responsibilities The information provided in this pamphlet is general in nature and for informational purposes only. It is not intended to be a legal

What is the unemployment insurance program? The Iowa unemployment insurance program provides qualified workers temporary income to help them through short periods of unemployment. Employers pay a special

EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT Basic Leave Entitlement FMLA requires covered employers to provide up to 12 weeks of unpaid, jobprotected leave to eligible employees

John Burroughs Agcy 14515 Briarhills#216 Houston TX 77077 Verify the vehicles and drivers listed on the Policy Declarations. Check the vehicle identification number (VIN) listed on these documents; its

FACTS FOR INJURED WORKERS Hurt On the Job? That can be a terrible experience. But fortunately, the California workers compensation system takes away a lot of the worry about job injuries and illnesses.

Equal Employment Opportunity is THE LAW Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations Applicants to and employees of most private

DIVISION OF TEMPORARY DISABILITY INSURANCE APPLICATION FOR FAMILY LEAVE INSURANCE BENEFITS (FL-1) DETACH THIS PAGE AND KEEP FOR YOUR RECORDS RULES FOR FILING A CLAIM AND APPEAL RIGHTS 1. It is your responsibility

rightlawyers.com RIGHT Lawyers Right Lawyers has successfully represented numerous clients in the areas of car accidents, work injuries, and slip and falls. The goal of this guide is to provide you answers

Yo u r E mployment Rights Your Right to Equal Treatment at Work Regardless of your age, gender, race, religion, national origin, or disability. It is illegal for an employer to make decisions about whom

Baylor University Policy No. 24220 Certificate for Baylor University Supplementary Contract providing Dependents Group Life Insurance Benefits This certificate becomes a part of, and should be attached

The Commonwealth of Massachusetts Department of Industrial Accidents For injured workers WHAT IS WORKERS COMPENSATION? The Massachusetts Workers Compensation system is in place to protect you if you are

State of Illinois Department of Employment Security I Filed My Claim What Happens Now? UI Finding Within 7-10 days of filing your claim you will receive a UI Finding in the mail (see sample below). Among

Who Is Covered by the WC Law? More than 98% of Wisconsin workers are covered from the day they start employment. You are covered if your employer usually has three or more fulltime or part-time employees.

Employment Law Disclosures This document summarizes various federal and state employment law notifications that are required to be made to employees and/or applicants for employment. Federal Equal Employment

Fact sheet New York State Department of Labor Wage Theft prevention act A law passed in 2010 gives more protection to workers in New York State. This law, the Wage Theft Prevention Act (WTPA), took effect

PUBLIC ENTITY RISK MANAGEMENT AUTHORITY MEMORANDUM OF WORKERS COMPENSATION AND EMPLOYERS LIABILITY COVERAGE FOR THE PERIOD JULY 1, 2015 TO JUNE 30, 2016 EFFECTIVE: JULY 1, 2015 PUBLIC ENTITY RISK MANAGEMENT

This brochure provides general guidance on the legal rights of individuals with alcohol and drug problems. It is not intended to serve as legal advice for any particular case involving or potentially involving

PROCEDURES FOR COMPLETION OF WORK COMP CLAIMS PAPERWORK Please complete the attached packet in the following manner. Forms must be completed within 24 hours of reporting the injury/illness to supervisor.